What employees want to flee is the PUA-type leader.
Editor’s note: This article is from the WeChat official account “LinkedIn HR Elite Exchange” (ID: LinkedInChinaHR), Author Ding Luyao.
A few days ago, when my friend Xiaomi was having a dinner with us, she seemed to have committed another anxiety disorder because of the high pressure at work recently, which made her often dream and insomnia.
“I don’t know what’s going on. Yesterday, I dreamed of the former leader, but I have left that company for two years!”
Speaking of the former leader of Xiaomi, we all understand that unpleasant experience.
Her former leader is a strong woman who has a strong desire to control her subordinates. She always tries various ways to make employees feel that taking a proper break is improper.
For example, when it’s time to go off work, if you see someone not sitting at the desk, you will immediately “call” the other person, and then find various reasons for the employee to come back and work overtime.
As time passed, Xiaomi became more and more resistant to going to work, and when she realized that work had become suffering, she resigned decisively.
After leaving the company, she summed up a sentence for us: Whether the company is good or not depends on whether it is PUA type.
What employees want to flee is PUA-type leaders
Speaking out, you may not believe that more than half of the employees leaving in the workplace are related to direct leadership, and this is the fact.
The world’s top leadership master John C. Maxwell once said, “65% of employees resign because of their own managers. We often say that employees quit their jobs or fire the company, but in fact they fired the leaders. .”
The vast majority of leaders whose employees want to be fired are PUA-type.
Not long ago, Yamy, the captain of the former idol group “Rocket Girls 101”, published a recording of a company meeting on his personal Weibo.
In this 3-minute recording, the company boss Xu Mingchao kept belittling Yamy at the staff meeting, saying that she was ugly, pretending to be fashionable, singing badly, and worthless… and also made other employees agree with her statement .
Yamy has received support from fans and netizens. Many people mentioned that what Yamy encountered was actually the PUA of her boss to her workplace.
This type of PUA leader likes to use some routines to suppress employees mentally, so that employees gradually lose their self-judgment ability, unable to recognize themselves, and put the initiative in the control of the other party, thus psychologically” Surrender” to the other party.
In corporate management practices, we can divide the management style of leadersThere are two types: one is transactional style and the other is coaching style.
The characteristic of transactional leaders is that they emphasize exchange. They may over-pursue the maximization of efficiency and profit, thus neglecting some more long-term things.
What’s more frightening is that transactional leaders will try to control employees through workplace PUA. When employees have a sober awareness, resignation seems to be the only measure of resistance.
In contrast, coach-type leaders can formulate a clear vision for the team, know how to tap the potential and advantages of employees, and help them achieve their work goals perfectly.
Becoming a coaching leader must meet three major characteristics
Inspired by wisdom
This is like workplace coaches. They are good at inspiring employees’ motivation, arranging meaningful and challenging tasks, and encouraging subordinates to solve problems with independent thinking and innovative methods, so as to fully motivate employees.
When managing the team, they will take the initiative to take on more responsibilities and give priority to the needs of subordinates rather than the needs of individuals when they encounter interest problems. Therefore, such a leader can easily gain the respect and admiration of his subordinates.
Coaching managers will adopt different management methods in response to differences in employees’ personalities and abilities, rather than one size fits all. They pay attention to changes in employees’ thinking patterns and listen to the voices of subordinates, especially the needs of personal growth.
Managers need to understand that workplace PUA may be able to control employees, but it may not be able to retain employees. Those anti-human management methods will only force people away.
Management that understands human nature is good management
During World War II, General Patton discovered a strange phenomenon in a report: Half of the Allied soldiers who died were parachuting because of parachute failure.
Barton asked his subordinates to investigate the matter, but the subordinates said that this issue has been reported to the manufacturer several times, but the manufacturer always has various reasons.
Barton was very annoyed when he heard that, he immediately called the factory director and asked him to jump out of the sky with a parachute. The general also said that he would draw a parachute bag from time to time to make him jump. Since then, the soldiers never landed because of parachute failure.
This story tells us: The root of all problems is human nature.
The same is true in companies. For seemingly complex problems, the essence of human nature can often be seen through phenomena. So smart managers not only pay employees, but also know how to take care of their psychological needs.
Ren Zhengfei, who was born in the military, is well versed in human management.
For many years, Huawei has adhered to the “struggle-oriented” principle, providing a stage for the struggling, so that a large number of young people have the opportunity to take on important tasks, grow rapidly, and maximize the value of life.
From the perspective of management philosophy, this is an assumption based on good human nature and a traction for positive energy.
To become a manager who understands human nature, one should grasp the “three forces”.
That is, whether employees are willing or not, this is a question of ideology.
Especially the post-95s generation now has a relatively strong personality, and always means “the world is big, I want to see it”. Therefore, as a manager, you need to clearly describe the organization’s vision and personal growth path, so that employees know that this is fighting for themselves.
That is, whether the bargaining chip is enough, the stimulus is not big, whether the rewards that employees get from working hard in the company can satisfy their desires.
Recently, the news of Ant Financial Group’s official announcement of listing has blown up the circle of friends. Although Ant employees said in a low-key and modest manner, there are not many, but outsiders can feel through the screen, their joy is beyond words.
The most fundamental driving force of people comes from seeking advantages and avoiding disadvantages, so only by making the most of the situation can we force the strongest team and employees. This is clearly reflected in both Ali and Huawei.
The employee “can it, can it?”. For managers, your task is not to be a hero or to intervene in everything, but to empower employees like a gardener and help them improve their abilities.
Take Haier’s maker model as an example. Since 2014, Haier employees have become makers, middle-level managers have become small and micro owners, and high-level managers have become platform owners. The employees closest to frontline customers have become the main body. The company has provided necessary guidance and training for employees’ weaknesses. Empowering employees has become the most critical link in Haier’s strategic implementation.
Drucker said that the management of people will become the core of future management. We might as well modify the words of the master, the management of human nature will become the biggest challenge for managers in the future.
Refuse workplace PUA, excellent companies are building corporate culture
A company full of workplace PUA culture, its classification is often distorted and repressive.
When bad leaders still use workplace PUA to control employees, those excellent companies have already created a positive corporate culture to give employees a better working environment, thereby improving efficiency and helping companies occupy the commanding heights of the market .
Enterprises and employees are a contractual relationship, but also a partnership. Only when employees truly agree with the cultural value of the company will they choose to move forward with the company and contribute their energy.
Google, which has been named the “Employer’s Most Satisfied Company” for many consecutive years, is known for its people-oriented, freedom and innovation culture. In addition to the dreamy working environment such as bringing pets to work and taking a slide to get off work, employees also have unlimited food, snacks, and free fitness classes.
Such a corporate culture attracts top talents from around the world and brings happy employees. And happy employees will translate into higher efficiency, which ultimately brings higher profits and greater success to Google.
Compared with Google, although many domestic managers have the heart to improve corporate culture, they do not have good enough methods.
Specifically, we can learn from the following three suggestions:
1. Increase trust level
Compared with employees working in low-trust organizations, employees in high-trust organizations are more energetic and have better working relationships with colleagues. These factors can make their performance better.
Managers can delegate difficult or important work to employees, so that they feel that this is the greatest trust placed on him by their superiors; and when employees experience repeated setbacks and the work is not progressing much, they can provide necessary support and help It restored the confidence and courage to overcome difficulties.
2, provide flexibility
The system is dead and people are alive. To build a good corporate culture, it should be like a person, giving it a sense of life and flexibility.
For example, during the epidemic, many companies used mobile office software to allow employees to work from home without being restricted by time and location, and to maintain a work-life balance, which was welcomed by employees.
3. Establish communication channels
Corporate culture ultimately serves employees, and at the same time, employees are the real users and beneficiaries of corporate culture. Therefore, managers can establish communication channels with employees to give them the opportunity to express their opinions freely and understand their true ideas. .
Formal communication channels generally include employee seminars, focus group discussions, setting up opinion mailboxes, etc.; informal communication channels can be chatting with employees, or communicating with employees in certain cultural activities.
In fact, no matter what industry the company is in, as long as it has employees, it should pay attention to the construction of corporate culture. Only by doing so can it help attract and retain outstanding talents.
Write at the end
Every workplace bullying is not an isolated accident. Behind itThere must be systemic reasons for the organization. The relationship between employees and leaders is only different in the assignment of roles at work, not an unequal personality.
So to evaluate a company is good, it depends on whether its organizational environment is the soil that breeds PUA in the workplace.
Only a bright organizational environment can be aspired by talents and create a better future!